Director, Human Resources

Veros•Santa Ana, CA

27d•Hybrid

About The Position

About the Company: Headquartered in Santa Ana California, Veros ( www.veros.com ) is a proven technology company that develops and delivers advanced data, software, and analytics solutions for enhanced risk management in financial services. We are looking for a self-motivated, independent person to play a critical role, supporting the company’s end user technology needs. Veros offers a unique opportunity that encourages creativity and professional growth along with a competitive salary and benefits package including medical, dental, vision, life, 401(k), vacation, sick, holidays, and more. We are seeking driven and motivated individuals interested in being part of an amazing team and making a difference. Position Summary: The Director, Human Resources leads the strategic and operational development and integration of HR initiatives that support the company’s mission, vision, values, and goals, managing HR across sister companies while ensuring consistent practices and entity-specific compliance. This important role leads and directs the Human Resources team and serves as the organization's strategic advisor on change management, all matters related to our team members and organizational culture. The position directs and guides all phases of the employee life-cycle including: recruiting, training and development, performance management, compensation and benefits, safety and workers compensation, employee relations, and employment law compliance. This position requires onsite presence at least four (4) days per week, with one remote workday scheduled on Tuesday or Thursday, consistent with the Company’s telecommuting policy. Work arrangements may be adjusted as business needs evolve.

Requirements

7+ years of progressive HR experience, including experience leading an HR team.
Proven experience advising executives and managing complex employee relations.
Strategic and Operational HR experience.
Strong knowledge of employment law, compensation, benefits, performance management, and organizational development.
Demonstrated ability to turn data into clear insights and actions.
Excellent judgment, discretion, and communication skills.

Nice To Haves

HRIS/ADP experience
Experience in a multi-state or multi-country environment.
Bachelor’s degree in HR, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP or PHR/SPHR) preferred.
Experience partnering with external auditors and CPAs on 401(k) or payroll-related audits.

Responsibilities

Plan, lead, develop, coordinate, and implement HR policies, processes, training, and initiatives that support company goals.
Serve as primary advisor to executives and managers on HR matters, workforce planning, and organizational health.
Develop and manage the HR department budget and allocate resources effectively.
Supervise and develop the HR team, setting clear goals and fostering growth.
Administer HR programs, including compensation, benefits, and leave of absence.
Oversee team member relations, investigations, disciplinary actions, and dispute resolution.
Lead performance and talent management, including goal setting, reviews, succession, and development.
Drive programs that support productivity, recognition, morale, health and safety, and training.
Maintain responsibility for compliance with federal, state, and local employment laws and regulations.
Monitor regulatory changes, best practices, and communicate policy updates and resources to leadership and employees.
Consult with legal counsel as needed or as directed by the CEO on personnel matters.
Partner with executive leadership on the annual compensation cycle, salary structures, and pay practices.
Manage compensation, benefits, recognition, and leave programs to ensure market competitiveness and internal fairness.
Develop and maintain the HRIS to meet organizational needs and ensure data integrity.
Conduct research and analysis of workforce trends using reports and metrics from HRIS and talent systems to inform decisions.
Communicate changes to HR policies and procedures and ensure consistent adoption.
Coordinate and, as needed, conduct exit interviews to identify trends and inform retention strategies.
Participate on cross-functional committees and lead special projects.